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RESPONDING TO
ALCOHOL AND OTHER
DRUG ISSUES
IN THE WORKPLACE
Course Outline
• Why the workplace should respond
• Types of drugs and their effects
• Developing a policy
• Educating employees
• Training supervisors and other key staff
• Other strategies
• Dealing with affected employees
• Evaluation
Answers
1. Tobacco
1. Chocolate
1. Alcohol
1. Running
SESSION 1:
WHY THE WORKPLACE
SHOULD RESPOND TO
ALCOHOL AND OTHER
DRUG ISSUES
Alcohol and Other Drug
Use in Australia
• 84% of Australians consumed alcohol during the past 12
months
• 35% drank at short-term risk levels
• Nearly 10% drank at long-term risk levels
• 33.6% had used cannabis at some time in their life and
11.3% had used in the previous 12 months
• 18.6% used some other form of illicit drug at some time in
their life, while 8.3% had used during the past 12 months
• 7.6% have used prescription drugs for non medical
purposes at some time in their life, while 3.8% have used
during the past 12 months
(Source: AIHW 2005)
Occupations / Industries
Heavy Drinking
Illicit Drug Use
• Tradespersons
• Amphetamine use more
common in transport industry
compared to other industries
• Misuse of prescription drugs
more common for nurses and
other health-related
occupations
• Cannabis use more common
in manufacturing industry and
labouring occupations
• Farm managers
• Labourers
• Hospitality industry workers
• Agricultural industry workers
Workplace Factors Associated with
Alcohol and Other Drug Use
• Physical environment
• Availability
• Stress
• Job characteristics
• Management style
The Impact of Alcohol and Other
Drug Use in the Workplace
• Accidents
• Absenteeism
• Lower productivity
• Staff turnover
• Costs to the individual employee
• Costs to other employees
Laws Relevant to Alcohol and Other
Drug Issues in the Workplace
• Occupational health safety and welfare legislation
• Workcover legislation
• Unfair dismissal legislation
• Anti discrimination & human rights legislation
• Common law / vicarious liability
• Road traffic legislation
• Criminal legislation
Summary: Reasons the Workplace
Should Respond
• Ethical
• Legal
• Economic
SESSION 2:
TYPES OF DRUGS, THEIR
EFFECTS AND POTENTIAL
CONSEQUENCES FOR THE
WORKPLACE
Why Do People Use Alcohol
or Other Drugs?
• For enjoyment
• To socialise
• To relax or relieve stress
• Because of boredom
• To relieve physical or emotional pain
• Because of peer pressure / cultural norms
Alcohol
General Effects:
• Depresses central nervous
system functioning
• Distorts perceptions of speed
and distance
• Slows reaction times
• Can impair muscle
coordination, reflexes, vision,
and hearing
• Can produce a false sense of
confidence about ability to
perform tasks
Implications for the
workplace:
• Can affect ability to operate
machinery, drive and general
skills
• Can affect relations with
customers, and other
employees
• Hangover
Illicit Drug Groups
Stimulants:
e.g., amphetamines (speed), cocaine, ecstasy
Depressants:
e.g., cannabis, heroin, morphine, methadone, alcohol,
benzodiazepines, pethidine
Hallucinogens:
e.g., LSD (lysergic acid diethylamide), magic mushrooms
Illicit Drug Effects
Amphetamines (Speed):
• Increased activity and
talkativeness
• Feelings of well-being, selfconfidence and power
• Feelings of reduced fatigue
and appetite
• May lead to irritability,
argumentativeness, extreme
nervousness and
sleeplessness
Cannabis:
• Feelings of well-being,
calmness and relaxation,
drowsiness or stupor
• Relieve pain and anxiety and
decrease awareness of the
outside world
• May cause memory
problems, depression and
poor coordination
Implications for the Workplace
Amphetamines (Speed):
• Driving a vehicle under the
influence of any drug is illegal
• Drive more aggressively and
take more risks
• Can affect ability to judge
speed and distance
• Can affect relations with
customers and other
employees by being aggressive
or over talkative
• Can impair performance of
everyday tasks by the user
becoming over anxious
Cannabis:
• Affects concentration, balance
and coordination
• Slows down reaction and
interfere with perceptions of
sounds, time and space
• May appear withdrawn and find
it difficult to have a sensible
conversation with customers
and other employees
• May be hesitant, clumsy and
uncoordinated
Pharmaceutical Drug Effects
Antihistamines:
• Used to treat allergies, such
as hay fever, and may be
prescribed or bought overthe-counter
• Can cause drowsiness
• Should be used with caution
by those operating machinery
or driving
Tranquillisers:
• Relieve mild anxiety and
tension
• May become drowsy and
others can begin to feel
isolated ness
• Can be addictive even in
moderate doses
• May experience withdrawal
symptoms particularly if
they stop taking the drugs
suddenly
Implications for the Workplace
Antihistamines:
• Some make the user drowsy e.g., cough and cold remedies
that contain antihistamines
• Avoid these brands if driving a
vehicle or operating machinery
Tranquillisers:
• As the dose increases so does
the level of sedation and the
loss of coordination
• Some tranquillisers can build
up in the body if taken over a
long time
• In above cases, driving motor
vehicles and operating
machinery should be avoided
Note:
• It is an offence to drive while under the influence of drugs, including pharmaceuticals,
which impair performance
• Combining alcohol with prescribed and over-the-counter drugs is especially problematic
Understanding Alcohol- and
Drug-Related Harm
INDIVIDUAL
e.g., gender, age, health,
weight, mood,
expectations,
personality, drug-taking
experience
DRUG
e.g., pharmacological
effects, purity,
potency, method of
use
Drug
Taking
Outcome
ENVIRONMENT
e.g., time, place,
availability, cultural
norms, peer
influence, social
controls
Figure 1: Zinberg’s (1984) model of the interaction between individual,
environment, and drug-related factors
Intoxication, Regular Use
and Dependence
Problems of
regular
excessive use
Problems of
intoxication
Problems of
dependence
Figure 2: Thorley’s (1986) model of drug problems
Understanding Alcohol- and
Drug-Related Harm
Primary
prevention
Occasional
and/or lowrisk users
Moderate and/or
risky users
Tertiary
treatment
High risk and/or
dependent users
Secondary
prevention
Tertiary
treatment
Low-risk users
Moderate and/or
risky users
Focus of
attention
High risk
and/or
dependent
users
Focus of
attention
Traditional problem-orientated approach
(limited response)
The prevention approach focusing on
health, safety and welfare
(broader response)
Summary
• Alcohol and other drug use has potential negative
consequences for the workplace
• Drug effects vary depending on a variety of individual,
environmental, and drug-related factors
• Problems are not restricted to the relatively small number
of dependent users
• Infrequent and moderate users contribute to a large
proportion of alcohol and other drug problems in the
workplace
SESSION 3:
DEVELOPING A
COMPREHENSIVE AND
EFFECTIVE ALCOHOL AND
OTHER DRUG POLICY
Guidelines for Developing and
Implementing a Policy
•
•
•
•
•
•
•
•
•
•
Consultation
Universal application
Organisation specific
Comprehensive
Instructions and procedures
Drug testing consideration
Gradual and informed change
Publicity
Information dissemination, education and training
Evaluation
The Process of Developing and
Implementing a Policy
Phase 1: Design
Reduction/removal of risk factors
Agreement within the organisation
(management/union)
Development and production of policy
document
Appointment of steering committee and
coordinator
Awareness and information campaign
Phase 2:
Implementation
Feasibility study and risk assessment
Education and training
eg., managers, supervisors, health and
safety personnel, other groups
Phase 3:
Management
Access to counselling, treatment and
rehabilitation
Evaluation
The design, implementation, and management phases of an alcohol and other drug policy
Issues to be Considered in Feasibility
Study and Needs Assessments
Feasibility Study:
Risk Assessments:
• External infrastructure
• An assessment of external
conditions
• Organisational support
• Resource availability
• An assessment of internal
conditions
Summary: Effective Responses
• Development of a written alcohol and other drug policy
• Effectiveness of the policy development and
implementation depend on:
– consultation
– feasibility study and risk assessment
– continuing implementation/management process
SESSION 4:
EDUCATING EMPLOYEES
Why Educate?
Educating Employees:
 Enhances acceptance of the policy
 Raises awareness of the policy & how it operates
 Raises awareness of health and safety implications of
alcohol and other drug use
 Raises awareness of alcohol and other drug problems in
the workplace
 Helps prevent alcohol and other drug problems in the
workplace
What Should be Included in the
Education Strategy?
• Details of the policy and how it operates
• Information on:
– the effects of alcohol and other drugs
– the impact of harmful alcohol and other drug use on family
members and the workplace
– symptoms of harmful alcohol and other drug use in the
workplace
– self-assessment tools
– where to get assistance
– legislations and regulations
– stress management techniques
– importance of support from colleagues and families
How to Develop and Deliver the
Education Strategy
• Can be developed using existing and readily available
information or by using the expertise of external
consultants
• Should be initiated in the early stages of policy
implementation and continued throughout the life of the
policy
• Methods and activities can be used include:
–
–
–
–
–
–
health promotion
factsheets, leaflets or flyers
copies of the policy
audio-visual material
discussion of the policy and alcohol and other drug issues
part of occupational health and safety training
Summary: Employee Education
• Employee education can enhance acceptance of the policy
and help influence employees’ alcohol- and other drugrelated attitudes and behaviours
• Strategies need to include a policy brief and provide
information concerning the health and safety aspects of
alcohol and other drug use
• Ongoing and delivered via a variety of media is a key to
effective employee education
SESSION 5:
TRAINING SUPERVISORS
AND OTHER KEY STAFF
Why Train Supervisors and
Other Key Staff?
• Credibility, acceptance, and overall success of any
workplace alcohol and other drug policy highly depend on
attitude and actions of supervisors and other key staff
• Training is required for:
– supervisors
– OH&S personnel
– employee representatives
• Regular and ongoing training necessary
What Should be Included in the
Training Strategy?
• Rationale behind the policy
• How to implement the policy and procedures
• How to identify and address alcohol and other drugrelated harm in the workplace
• Communication, interviewing, and supervision skills
Training Should Enable
Participants to:
• Understand their own role
in implementing the policy
• Explain to other employees
what is in the policy and
how it works
• Identify changes in
individual workplace
performance and behaviour
• Intervene with impaired
employees
• Refer employees to
services
• Provide information to
employees about the
availability of services
• Support the needs of
rehabilitated employees
and monitor their
performance
• Assess the working
environment
How to Develop and Deliver
the Training Strategy
Resources
and time
available
Develop
and
deliver
own
training
• Information concerning training
is readily available and easily
accessible (e.g., An Information
and Resource Package)
• Principles of adult learning
Limited
resources
and time
External
consultant
or
EAP
Workplaces
Training
Strategy
• Training should be held regularly
• Necessary when a new staff
member is appointed
• Periodic supervisor training
Summary: Training
• Training plays a crucial role in determining overall
effectiveness of the policy
• Training is essential if responsible staff are to implement
and manage the policy
• Training should focus on:
– increasing knowledge concerning the policy and procedures
– increasing understanding of the roles and responsibilities of
key staff in implementing the policy
– increasing the level of skills required to implement the policy
• Should to be ongoing, and adaptable to changing
circumstances
SESSION 6:
DEALING WITH ALCOHOL
AND OTHER DRUG ISSUES IN
THE WORKPLACE
How to Deal with Alcohol and Other
Drug Issues in the Workplace
• An employee’s alcohol or other drug use only becomes
relevant when it affects their performance or behaviour on
the job
• Focus on work performance and workplace safety
• Relying on physical symptoms of alcohol and drug
dependence can be problematic
• Make clear that illicit drugs use will not be tolerated at work
for both legal and safety reasons
Intoxication at Work
• Primary consideration must be given to the safety of the
individual and others
• Any decision to act should be based purely on
considerations of safety and work performance
• Employers & employees have responsibilities concerning
drug use and safety under occupational health and safety
legislations
• Employees should not be allowed to work until they are
considered fit to safely and productively perform their job
Dealing with an
Intoxicated Employee
• Avoid using judgmental words such as ‘drunk’ or ‘stoned’
• Avoid confrontation. Be brief, firm, and calm. Don’t be
provoked into a debate
• Keep the focus on safety
Follow Up
• When the employee returns to work they should be
interviewed and given opportunity to explain
• Constructive confrontation process should be initiated
Work Performance
• Even small amounts of alcohol and other drugs can reduce
productivity
• Criteria for evaluating work performance:
–
–
–
–
–
–
lost time
quality of work
quantity of work
safety
effects on work team
effects on clients or customers
• Informal approach in the first instance
• Followed by formal, constructive confrontation approach if
informal approach fails
A Flow Chart of the Constructive
Confrontation Approach
Poor work performance Written
details recorded
DISMISSAL
Informal discussion of work
performance problems
Work performance
continues to be
unacceptable
Work performance continues to
be unacceptable
Satisfactory work
performance, resume
supervision
FORMAL APPROACH
INTERVIEW 1: ADVISE person of
problem Monitor performance
Assessment of whether work
performance has improved
Work performance continues
to be unacceptable
INTERVIEW 2: CAUTION about
the effects of continued poor
performance Continue
monitoring performance
Assessment of whether work
performance has improved
FINAL INTERVIEW:
CONFRONT with
consequences, including
dismissal
Continue monitoring
performance
Assessment of whether
work performance has
improved
Work performance
continues to be
unacceptable
Constructive Confrontation:
1) Advice
• Offer help and discuss possible
disciplinary action
INTERVIEW 1
ADVISE person of
problem
Monitor performance
Assessment of whether
work performance has
improved
• Keep a written record
• Do not try to diagnose the
problem
• Sick leave
• Confidentiality
• Monitoring
Constructive Confrontation:
2) Caution
INTERVIEW 2
CAUTION about the
effects of continued poor
performance
Continue monitoring
performance
Assessment of whether
work performance has
improved
• Evidence of continued poor
performance
• Keep offering help and discuss
possible disciplinary action
• Keep a written record
• Should be cautioned of possible
dismissal
• Continual monitoring
Constructive Confrontation:
3) Confront
• Dismissal
FINAL INTERVIEW
CONFRONT with
consequences, including
dismissal
Continue monitoring
performance
Assessment of whether
work performance has
improved
• Documentation
• Industrial relations legislation
and unfair dismissal
• Other considerations
– unions
– complementary health and safety
practices
– workers compensation
– workplace factors
Summary: Dealing with Alcohol and
Other Drug Issues
• Informal approach
• Formal constructive confrontation approach if the situation
does not improve
• Leave medical and problem diagnoses to doctors
• Provide confidential professional counselling opportunities
• Focus on workplace safety and productivity
SESSION 7:
ADDITIONAL STRATEGIES
Additional Strategies
• Counselling, Treatment, and Rehabilitation
• Can be achieved by:
– the use of an employee assistance program (EAP)
– the use of community non-profit organisations
Employee Assistance Programs
(EAPs)
• Can address a range of problems including alcohol and
other drug issues
• Access to EAP can be voluntary or compulsory referral
• Refers employees with extensive problems onto specialist
treatment agencies
• Can be used to assist with the development of an alcohol
and other drug policy and the delivery of education and
training
Brief Interventions
• The use of in-house staff to assist employees modify
their alcohol and other drug use
Strategies include:
– the provision of health and safety related alcohol and other
drug information
– conducting brief assessments of an employee’s alcohol or
other drug use and providing feedback about how this use
may be contributing to harm
– providing alcohol- and other drug-related self-help booklets
Health Promotion
• Not restricted to alcohol and other drug use
• Focus on a range of strategies to improve health of
employees
• Consideration should be given to health promotion
strategies in early stages of AOD policy development
Drug Testing
• Testing Programs:
– pre-employment screenings
– testing for cause after an accident or incident
– random testing
• Methods of Testing:
– onsite test kits
– laboratory analysis
The Three Most Common ‘Types’ of
Drug Tests
Type of Test
Breath Testing
Oral Fluid Testing
Urinalysis
Advantages
Disadvantages
• Onsite test that can indicate
alcohol intoxication
• Non-intrusive
• Can detect current or recent
use
• Can only detect alcohol use
• Relatively expensive and
requires high maintenance
• Cannot detect ‘hangover’
effects
• Relatively non-intrusive –
requires swab wipe only
• Can detect current/recent
use
• Requires subsequent
laboratory analysis
• Can often be difficult to
collect sufficient fluid for
reliable analysis
• Cannot detect
intoxication / impairment levels
• Least expensive of all
testing
• Extremely intrusive
• Requires subsequent
laboratory analysis
• May not detect very recent use
(0- 4hrs) or intoxication / impairment
Other Concerns with Testing
• Places emphasis on illegal drugs
• Can have a negative impact on employee morale
• Can result in the use of more dangerous, but less
detectable drugs
• Raises privacy and legal issues
Summary: Additional Strategies
• Counselling, rehabilitation, and treatment
• EAPs
• Brief interventions
• Health promotion
• Testing
SESSION 8:
EVALUATION
Evaluation
• Important as it:
– determines if the policy is achieving its aims and goals
– identifies the strengths and weaknesses and indicates
what can be done to improve the policy
• Three Levels of Evaluation
– process
– outcomes
– impact
Process Evaluation
• Easily achieved and basic yet most important
• Can be used to determine. For example:
– the number of employees who have participated in employee
education and awareness programs
– the number of employees who have gone through the
constructive confrontation process and successfully
improved their work performance
Outcome Evaluation
• Determines if the aims and objectives of the policy have
been achieved
• Requires base line data and data comparison after
implementation
• Can examine workplace outcomes resulting in changes to
employees’ knowledge, attitudes, and behaviours. For
example:
– changes in absenteeism rates
– changes in the number of incidents or accidents involving
alcohol or other drugs
– changes in levels of productivity
Impact Evaluation
• More long term and requires a high level of expertise in
evaluation
• Goes beyond the stated objectives and goals of the policy
to examine if there were any consequences not planned
for or expected. For example:
– stronger workplace involvement in community initiatives
– closer working relationship with union initiatives
Summary: Evaluation
• Important component of any workplace strategy
• Can utilise a range of evaluation methodologies depending
on the available needs and resources of individual
workplaces
• Needs to be ongoing
• Input should be obtained from all stakeholders including
members of employees’ families